LGBTQIA+ inclusion in the workplace

Charlie Waller Workplace trainer Tracy Wright looks at ways in which employers can foster a more inclusive environment and how to overcome challenges.

February is the month we celebrate everything LGBTQIA+ and we should reflect that significant progress has been made in recent years in making our workplaces more inclusive. However, challenges persist, with various global events highlighting the need to keep LGBTQIA+ inclusion at the forefront of our workplace agenda.

As businesses strive to create environments where all employees feel safe, valued and respected, understanding these challenges and implementing effective inclusive strategies is crucial.

Creating inclusive cultures

Despite advances in legal protection, 17% of LGBTQIA+ employees still encounter discrimination, microaggressions, and systemic barriers at work, with transgender workers facing even higher rates. This also feeds into a significant number of employees still choosing not to disclose their identity at work, fearing not only discrimination but worries about professional setbacks.

Even in organisations with formal diversity, equity and inclusion (DEI) policies, workplace culture can still be rife with hostility, unwelcome jokes or assumptions about a colleague’s identity. Creating inclusive, thoughtful cultures where diverse voices are heard starts from good leadership – and LGBTQIA+ professionals remain underrepresented in leadership positions. Without visible role models, younger employees may struggle to envisage career advancement opportunities.

Active support

Employers play a crucial role in creating workplaces that are not only compliant with legal protections but actively inclusive and supportive of LGBTQIA+ employees.

A trans man showing a non-binary colleague something on a laptop

During this month, I invite businesses to reflect on what they have in place and areas that they can progress in continuing to create LGBTQIA+ inclusivity.

Employers can foster a more inclusive, diverse environment for the LGBTQIA+ community by considering some of the following areas to develop:

Ensuring that non-discrimination policies explicitly cover sexual orientation, gender identity, and gender expression. Policies should be clearly communicated to all employees, and a zero-tolerance stance on discrimination and harassment must be enforced.
Providing equal benefits to all employees, regardless of gender identity or sexual orientation, is essential. This includes health coverage that supports gender-affirming care, mental health services, and parental leave policies that accommodate LGBTQIA+ families.
Employee resource groups (ERGs) provide safe spaces for LGBTQIA+ employees to connect, share experiences, and advocate for change within the organisation. These groups also help foster a sense of belonging and community.
Regular training on LGBTQIA+ inclusion should be mandatory for all employees, particularly managers and HR professionals. Training should cover topics like unconscious bias, respectful communication, and best practices for supporting transgender and nonbinary employees.
Active allyship from non-LGBTQIA+ employees is critical in building an inclusive culture. Companies can promote allyship through visible support, such as Pride celebrations, and by encouraging employees to participate in LGBTQIA+ initiatives.
Employers should respect employees' chosen names and pronouns, incorporating these into workplace systems, email signatures, and communication practices. Creating a culture where correct pronoun use is normalised helps transgender and nonbinary employees feel respected.
Senior leadership must actively champion LGBTQIA+ inclusion. This includes publicly supporting DEI initiatives, mentoring LGBTQIA+ employees, and holding teams accountable for fostering an inclusive work environment.

A group of three people sitting around a table talking

Strong business case

There is a strong business case for LGBTQIA+ workplace inclusion. Studies show that diverse teams drive better decision-making, improve employee engagement, and enhance overall performance.

Companies with strong DEI policies often outperform their competitors in financial metrics and employee satisfaction.

Additionally, younger generations of workers increasingly prioritise inclusion when choosing employers. Organisations that fail to create welcoming environments risk losing top talent to more inclusive competitors.

A more equitable society

While challenges remain, workplaces have the power to create meaningful change by actively supporting LGBTQIA+ employees. By implementing inclusive policies, fostering allyship, and ensuring leadership commitment, employers can build environments where every individual feels valued and empowered.

As businesses navigate evolving political and social landscapes, maintaining a commitment to diversity, equity, and inclusion is more important than ever. Embracing these values not only strengthens workplace culture but also contributes to a more just and equitable society for all.